Introduction to Human Resource Management

Human Resource Management

Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, ensuring employees safety, welfare and health measures in compliance with labor laws to gain a competitive advantage.
For this reason, many companies have a human resources department or at least one human resources manager that is in charge of the core HR tasks
HRM Responsibilities
§  Recruiting
§  Interviewing
§  Hiring
§  Onboarding
§  Training
§  Managing employee information
§  Exit interviews
§  Reporting
§  Performance appraisals
§  Maintaining compliance
§  Employee conflict resolution
§  Planning for future needs






Organization is a two or more people who work together in a structured way to achieve a specific goal or set of goals. Therefore, success of achieving these goals is a process and implement this process effectively and efficiently the organizations have several management functional fields such as Production or Operational Management, Marketing Management, Financial Management and Human Resource Management (HRM).  Among these, HRM is the highly essential area since all managers are interact with humans in the process of success. According to Opatha (2016)
HRM is defined by many authors in different ways, such as,
“HRM is the effective management of people at work. It examines what can or should be done to make people both more productive and more satisfies with their working life” Ivancevich (2008), “HRM deals with the design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals. In an organization, the management of human resources means that they must be recruited, compensated, trained and developed” Mathis and Jackson (2000), “HRM encompasses those activities designed to provide, motivate and coordinate the human resources of an organization. The human resource of an organization represent its largest investment” Pattanayak (2000) and “HRM refers to the policies, practices and systems that influence employees’ behavior, attitude, and performance” Noe, Hollenback, Gerhart and Wright (2007). In general “HRM is the efficient and effective utilization of human resources to a achieve goals of an organization,”
According to Opatha (2016) HRM has several Strategic goals, objectives and functions. Further Opatha (2016)
Above strategic goals as,
1 To improve employee productivities, employee development, to increase quality of work life, to ensure legal compliance and to ensure customer compliance,
2 Objectives as,
To recruit right people at the right time to do a right jobs, to retain the most appropriate employees within the organization, to get an improve the employee commitment, to generate and enhance job involvement and organizational citizenship of the employees, to motivate employees, to enhance job satisfaction of the employees and to control the cost of employees,
And functions as, Job Design,  Job Analysis, Human Resource Planning, Recruitment, Selection, Hiring, Induction, Performance Evaluation, Training and Development, Career Management, Pay Management, Welfare Management, Management of Incentives, Employee Movements, Health and Safety Management, Discipline Management, Grievance Handling and Labor Relations.
Therefore, HRM viewed as a system consisting of above fields or functions to enhance convert the all organizational areas in productive manner. HRM is practice in high standard in the organizations to achieve the goals of them.

Reference:
-          Ivancevich, J.M. (2008), Human resource management, New Delhi: Tata McGraw-Hill Publishing Company Limited.
-          Mathis , R.L. and Jacson, J.H. (2000), Human resource management, New York: South Western College Publishing
-          Noe, R.A. Hollenback, J.R. Gerhart, B. and Wright, P.M. (2007), Human resource management, New Delhi: Tata McGraw-Hill Publishing Company Limited. (Indian Print).
-          Opatha, H.H.D.N.P. (2016), Human resource management, Colombo: Sharp Graphic House (Pvt) Limited. (Printed in Sri Lanka).
-          Pattanayak, B. (2003), Human resource management, 2nd ed., New Delhi: Prentice Hall of India Private ltd.

-          Stoner,J.A.F. Freeman, R.E. and Gilbert, D.R. (1995), Management ,  New Jersey: Prentice Hall. 

Comments

Post a Comment

Popular posts from this blog

STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT

Image
STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT Since the current economy is highly competitive, we can see a growing demand for labor and increasing number of permanent vacancies also increasing with competition for talent and escalating recruitment difficulties of all categories of staff. That’s why organizations face problems in recruiting and retaining talent and increase the impetus for effective talent management. Employee Resourcing Employee resourcing is one of the important areas of the human resource management. Most successful companies manage formulated strategy and better management of human resources since they know most valuable assets in organization are their employees. Acquiring the employees’ services, developing their skills, motivating them to high level of performance also since scarcity and high competition of the skill labor, any organizations need to maintain strategic human resources management. Recruiting the right people, motivating them...
Read more

THE IMPORTANCE OF TRAINING & DEVELOPMENT IN ORGANISATION

Image
Learning and development Learning and development is simply defined as ‘the formal, ongoing efforts that are made within an organization to improve the performance of its employees’. Learning and development can also be described as ‘an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees. Learning and development process  Knowledge, skill, and attitude are the main key aspects of the performance of an employee. Job-related knowledge involves facts, principles, theories, concepts, process, policies, procedures, rules, etc. with regard to the duties and responsibilities of a certain job. Opatha (2016). According to the Collins Birmingham University’s Dictionary (1987) knowledge means “information and understanding on a subject which a person has in his or her mind or which is shared by all human beings”. Skill refers to the ability to do something because of tra...
Read more

WHY ORGANIZATIONAL CULTURE IS IMPORTANT

Image
WHY ORGANIZATIONAL CULTURE IS IMPORTANT  Every organization has a culture that can be a written or unwritten, also culture is unique and key characteristics for every organization shows their competitive advantage and drive behavior and also that is one of the hardest things to change. Organizational culture includes an organization’s values, attitude, beliefs, past practices and experience, working environment, connection with outsiders, interaction with government, develop over the time. (The Business Dictionary) According to Warren Buffet culture is more than a written document to control the organization behavior. Values are the backbone of the organization culture. Its shared connection between the organization and culture, that’s why companies take time and effort to explain about core value to employee, general public & customers. Organizations are made by people and people need a vision...
Read more